Posting: Employers must display an official poster outlining
the provisions of the Act, available at no cost from local offices of the Wage
and Hour Division and toll-free, by calling 1-866-4USWage (1-866-487-9243).
This poster is also available electronically for downloading and printing at
http://www.dol.gov/oasam/programs/osdbu/sbrefa/poster/main.htm.

What Records Are Required: Every
covered employer must keep certain records for each non-exempt worker. The Act
requires no particular form for the records, but does require that the records
include certain identifying information about the employee and data about the
hours worked and the wages earned. The law requires this information to be
accurate. The following is a listing of the basic records that an employer must
maintain:

Employee's full name and social
security number.

Address, including zip code.

Birth date, if younger than 19.

Sex and occupation.

Time and day of week when employee's
workweek begins.

Hours worked each day.

Total hours worked each workweek.

Basis on which employee's wages are
paid (e.g., "$9 per hour", "$440 a week",
"piecework")

Regular hourly pay rate.

Total daily or weekly straight-time
earnings.

Total overtime earnings for the
workweek.

All additions to or deductions from
the employee's wages.

Total wages paid each pay period.

Date of payment and the pay period
covered by the payment.

How Long Should Records Be Retained: Each employer shall
preserve for at least three years payroll records, collective bargaining
agreements, sales and purchase records. Records on which wage computations are
based should be retained for two years, i.e., time cards and piece work
tickets, wage rate tables, work and time schedules, and records of additions to
or deductions from wages. These records must be open for inspection by the
Division's representatives, who may ask the employer to make extensions,
computations, or transcriptions. The records may be kept at the place of
employment or in a central records office.

What About Timekeeping: Employers may use any timekeeping
method they choose. For example, they may use a time clock, have a timekeeper
keep track of employee's work hours, or tell their workers to write their own
times on the records. Any timekeeping plan is acceptable as long as it is complete
and accurate.

The following is a sample timekeeping format employers may
follow but are not required to do so:

DAY

DATE

IN

OUT

TOTAL HOURS

Sunday

6/3/07

--------

--------

--------

Monday

6/4/07

8:00am

12:02pm

1:00pm

5:03pm

8

Tuesday

6/5/07

7:57am

11:58am

1:00pm

5:00pm

8

Wednesday

6/6/07

8:02am

12:10pm

1:06pm

5:05pm

8

Thursday

6/7/07

--------

--------

--------

Friday

6/8/07

--------

--------

--------

Saturday

6/9/07

--------

--------

--------

Total Workweek Hours:

24

Employees on Fixed Schedules: Many employees work on a fixed
schedule from which they seldom vary. The employer may keep a record showing
the exact schedule of daily and weekly hours and merely indicate that the
worker did follow the schedule. When a worker is on a job for a longer or
shorter period of time than the schedule shows, the employer must record the
number of hours the worker actually worked, on an exception basis.